At Cheniere, we provide the world with safe, reliable energy. But more than that, we provide opportunities for our talented employees to impact their communities every day. Our diversity is key to our continued success and forges a path where our culture supports greater equity and inclusion—for our employees, customers and beyond.
POSITION OVERVIEW
The Manager, Organizational Effectiveness reports to the Director, Organizational Effectiveness and Talent Acquisition and is focused on the alignment of business strategy, organization culture, and the experiences of people at Cheniere. The Manager, OE considers external trends alongside internal best practices and innovation to drive strategic behavioral and process change across the organization, improving organizational performance and engagement. The Manager, OE is also responsible for talent processes, programs
KNOWLEDGE
Knowledge of and ability to apply organizational development theory and principles for the design, development, and delivery of effective organizational, team, and individual interventions; understanding of talent management and development theories and concepts. Ability to understand and interpret key performance indicators (KPIs), performance metrics, and measurement strategies.
RESPONSIBILITIES AND ESSENTIAL DUTIES
· Partner with HR leadership in developing and tracking execution of the HR goals, ensuring alignment with organization priorities and corporate guidelines
· Translate the organization’s needs into strategic and operational plans, by establishing key metrics and performance tracking processes.
· Lead Talent Management processes to identify and address talent and skill gaps in areas of staffing, talent development and succession planning programs to ensure the organization is prepared to meet short- and long-term goals.
· Partner with HR Business Partners and business leaders to develop and execute action plans to improve employee engagement.
· Assess, diagnose, and recommend solutions to mitigate and resolve organizational, team, individual problems/risks/issues.
· Continually assess existing programs and practices to streamline and reduce manual administrative tasks.
· Based on strategic business needs, \design various managerial reports for review used for tracking, analysis and planning.
· Ensure that development programs and course materials are developed on time, are kept current and incorporate new information, and training effectiveness reports.
· Supports organizational development initiatives such as coaching, team development, change management and/or organizational design.
· Provides guidance, consulting, and learning development expertise throughout the organization.
QUALIFICATIONS (EDUCATION, EXPERIENCE AND SKILLS)
Education and Certifications: Bachelor’s degree in Human Resources or related field required, Master’s or Doctoral Degree in Human Resources, Training, Business (Management), or Organizational Development preferred. Birkman and Prosci certifications are a plus.
Experience: Minimum of ten (10) years progressive experience in organizational development in fast-paced, matrixed environments. Experience working with/applying best practices as a foundation to building talent management strategies, organizational, team and individual interventions.
Skills:
- Must be able to take complex material and translate it into an understandable language.
- Organized, self-motivated, and capable of working in a rapidly changing environment with the ability to effectively interact with and influence all levels of the organization.
- Strong interpersonal, coaching, collaboration, and negotiation skills; strong conflict management skills.
- Exceptional written, oral and interpersonal communication skills.
- Ability to demonstrate excellent judgment and be a model of tact and discretion required of a trusted advisor and consultative business partner.
- Process oriented with the ability to effectively and efficiently manage multiple tasks, allocate and optimize resources, and manage timelines; able to take things from start to finish.
- Results driven and able to build consensus by understanding the concerns and needs of others and how to realistically manage expectations.
- Self-driven and committed to providing the highest level of service, while remaining aligned with the goals of the organization.
- Ability to be a change agent to drive a major cultural change.
- Data analysis, problem solving and evaluation skills.
- Strong people management, leadership, and cultural awareness skills.
- Ability to lead the design, development and implementation of programs, policies and strategies tailored to meet program goals while aligned to business priorities.
- Advanced facilitation and consulting skills.
- Advanced business acumen
- Computer savvy in Microsoft Office Suite (Word, Excel, Access and PowerPoint).
